Private Eyes Inc.



In this issue    
Proposed bill would prevent employers from pulling credit reports on job applicants
New Technology to Save Time and Money
Social Media Background Checks Here to Stay

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We are proud to announce that is now certified through WBENC as a Woman Owned Business.  

We have automated the ordering process on our new website as well as allowed for credit card ordering.


The process is completely automated! Come check it out at:

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Announcement: can now be used to not only verify Income but as a way to also verify Employment.  Using this program will allow one to verify sensitive information through our secure site. It is fast and easy!

Looking to run a SSA-89? can accomplish this too!

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September 2011 

Message from Our President, Sandra James 



Sandra Black and White Standing

I'm happy to announce that we have just celebrated our 12 year anniversary!  Even though we have all experienced challenges with the economy over the last few years,  I am grateful that we continue to experience significant growth while maintaining great service to all of our long term customers.  We would like to thank all of our clients who continue to choose Private Eyes, Inc. as their trusted provider of pre-employment background screening.  We will continue to provide world class customer service to our clients!  Thank you from myself and the Private Eyes Team! 


I have many clients who have been asking about the laws around utilizing credit reports for background checks. For the state of California, we are still able to pull credit reports for pre-employment screening. The six states that have changed their law are Hawaii, Illinois, Washington, Oregon, Maryland and Connecticut. In these states, you may only use a credit report if the position in which they are applying to is finance related or it is justifiable that it is job related.


We have provided an article with more information on this topic below. 


Proposed bill would prevent employers from pulling credit reports on job applicants


Three years ago, Teresa Telles of Oxnard was denied a job because of a bad credit report, a rejection that destroyed her aspirations for a career in probation. Today, Telles works as a job counselor, helping out-of-work clients find jobs.


From what she's seen, she doesn't believe a person's credit report has anything to do with whether he or she would make a good employee. That's a view shared by consumer advocateworkerss who are backing legislation to ban employer credit checks in California.


Credit checks have been used for decades in the financial to determine whether an individual qualifies for a loan. The practice of  checking credit prior to employment has recently gained popularity.

According to the Society of Human Resource Management, 60 percent of employers today conduct credit checks on at least some job applicants. Under current law, employers must request permission for a credit check and notify the applicant if he or she is denied the job because of an adverse report.


Assembly Bill 22 would prevent employers from pulling credit reports of job applicants unless it is required by law, such as for jobs in banking or financial services, or the position is considered managerial.


For more information: click here 


New Technology to Save Time and Money 

Private Eyes is participating in a pilot program with Vignature, the nation's only provider of image-based electronic signatures.

 Vignature's service allows for Private Eyes to get quick access to signed consent forms from participating employers.  This means that they can give their customers a faster turnaround on background check results, and their customers can place employees faster.

How it works:

A potential employee fills out a consent form on a computer, and "clicks to sign."  His/her photograph is captured in real-time through a webcam, providing a verifiable signature.  The signed document is immediately emailed to Private Eyes.



For the full article: click here  

Social Media Background Checks Here to Stay


Social Media background checks are here to stay, approved by the FTC and increasingly adopted by corporations as a way to screen applicants. The good news is that you need to be a pretty big jerk to flunk one.


A social media background check is a little more sophisticated that checking your Facebook account, but not much. Basically, after you apply for a job at a company, the company--with your permission--hires another company to check you out on the web.


Having the third company check you out on the web is an important part of the process. Employers can't discriminate on the basis of race, religion, age, sexual orientation and so forth. But if the company does the background check on the web itself, that photo of you with your church group marching in the Gay Pride parade is going to put them in a seriously bad position. If they don't hire you, you can claim it's because of that picture.


A social media background check is generally looking for truly evil or illegal activities. These include aggressive or violent acts, unlawful activity, racist statements and sexually explicit activity. They don't care about that picture of you and your friends sucking down margaritas, as long as you aren't doing it at a KKK rally.



For more information: click here 


Sandra James
President, CEO
Private Eyes, Inc.